Breaking Stereotypes: The Evolving Role of Men in Nursing

Gender stereotypes have long influenced the nursing profession. Historically, men in nursing have been minimized and looked on with contempt for various reasons. Still, in contemporary healthcare settings, male nurses may face challenges rooted in persistent stereotypes. This article will explore the historical context, current challenges, and ongoing initiatives needed to dismantle gender stereotypes in nursing utilizing insights from journal reviews and personal interviews conducted with former and current male nurses. The perspectives and experiences of these nurses enrich the discussion on this important subject

History of Men in Nursing

Before Florence Nightingale in the mid-19th century, men played a crucial role in nursing. Men were the medics and nurses on the battlefield, while women stayed behind to care for their children and fill in the gaps left when the men went off to war.

Florence Nightingale claimed that women were more naturally inclined to care for others, and nursing quickly evolved into a female-dominated career.

During World War I, men and women worked alongside each other caring for wounded soldiers, but the men were referred to as “orderlies” and were paid less than their female counterparts even though they received the same training.

In 1919, the Nurse Registration Act formally recognized male nurses, but on a separate, auxiliary register than women. It wasn’t until after World War II that women and men were integrated into the same nursing registries, and men gradually achieved equal status as nurses. [1] [2]

Even in our modern times, men in nursing still frequently encounter discrimination and isolation.

Challenges

Although male and female nurses have the same skills and perform the same functions today, some factors may present challenges to a male nurse working at the bedside.

Privacy and Sensitivity

In clinical settings, one of the biggest challenges men face surrounds sensitive or intimate care. Especially in certain specialty areas, such as obstetrics and gynecology, men may encounter skepticism about their competency or intentions. Women may be hesitant to have a male nurse when it comes to more personal or intimate care, such as gynecological exams, rape assessments, breast exams, incontinent care, bed baths, or urinary catheter insertion. Husbands may object to a man caring for their wife for religious or cultural reasons. [3]

During interviews, several nurses noted experiencing gender-related resistance primarily within OBGYN specialties, particularly in Labor and Delivery. However, there was a unanimous agreement that privacy concerns persist in today’s clinical settings. These concerns were typically managed by clearly communicating their credentials and objectives, and ensuring a female staff member was present when doors were closed. In exceptional cases, it was deemed more appropriate to defer care to a female colleague for certain tasks whenever feasible.

Richard Bays JD, EA, MBA, RN, LNCC, pointed out, “Female nurses can work with intimate issues for male patients, but it does not translate as well in the other direction unless it is an emergency.”

Braun over Brains

Because they are perceived as physically stronger than their female co-workers, men are frequently expected to do the heavy lifting, such as repositioning a larger patient or dealing with a combative patient or family member.

Randy Loveless, MBA BSM, BSN, RN, LNC, NE-BC, LSS-GB stated, “Males are naturally stronger physically and, as such, are expected to be protectors. Male nurses often assume the role of security before security arrives.”

The consensus was that such requests and expectations represented one of the few instances where they felt stereotyped by their colleagues. However, without exception, the male nurses interviewed expressed no objection to being asked to perform these tasks.

Sexual Orientation in Question

Some nurses shared that their sexual orientation was often unfairly questioned solely based on their chosen profession. They were sometimes presumed to be homosexual or viewed as potential sexual predators.

In other cases, patients and family members would assume a male nurse was the doctor or ask when they would become one.

Loveless explained, “I think the stereotype that females are nurses and males are doctors was still prevalent among older patients. I had to explain that I was a nurse and had different duties as a nurse.”

“Toxic” Masculinity

Samuel Stephenson, RN, BSN, summarized what several other nurses also vocalized when he said, “On a certain level, male nurses are also expected to deal with trauma, death, and highly emotional situations with a certain level of aloofness as we are not supposed to let these things bother us. We as nurses are asked to compartmentalize our emotions, but often times it is seen as weakness if a male nurse outwardly expresses his emotion in those situations.”

On the other hand, Johnathan Klaus, MBA, RN, noted, “To quote many a female nurse when interviewing for new nurses, ‘Can we get a male nurse? There’s too many females on the unit, we need less drama.’”

Colleagues

Several nurses reported frequent questioning over their choice to become a nurse instead of a doctor, or why they chose the specialty they did instead of working in high-stress, high-adrenaline areas, such as the ER or the ICU.

Stephenson stated, “In the hospitals that I have worked at, many of the physicians were male. The male nurses and the male doctors tend to have very similar interests and thus there seem to be closer relationships. Male nurses, at times, can be thought of as having the respect and the listening ear of the male doctors which can cause strife to arise between the male and female nurses.” He also observed that sometimes when given a promotion, co-workers assumed he was given the promotion based on his gender instead of his qualifications.

John Silver, Ph.D., RN, recalls, “I never really worked anywhere where the other nurses I worked with were biased, but physicians sometimes would ask me why I didn’t go to med school. On the other hand, they did tend to prefer talking to me and were slightly more open to feedback from me than I saw from female nurses.”

Administration

Nurses also reported concerns when dealing with administration or “moving up in the ranks.”

Loveless gave this unique perspective: “Once I started going up the ranks of healthcare leadership, I quickly realized that the stereotypes are much worse and far more difficult to navigate in administration. Starting my own business as a Legal Nurse Consultant was the best decision of my career, not only because I no longer deal with such stereotypes, but also because it affords me freedom and income that is typically unheard of in nursing.”

Silver added, “One example of administrative “bias” was at a facility I was working at as an ER nurse. The CEO, when he made rounds, always seemed to come talk to me, a fact several other nurses pointed out to me. After a month or so, he offered me the job as Director of 3 Medical-Surgical units even though I had never worked on a floor. When senior administrators are men, they should be careful in their choices for promotions and be unbiased, looking for the candidate with the most applicable skills.”

Addressing The Challenges

Efforts to address gender discrimination in nursing need to focus on education, policy changes, and cultural shifts within healthcare settings. Education programs should emphasize inclusivity and sensitivity training to counteract gender biases among health care professionals and policies should be changed to promote equitable treatment and advancements opportunities for all nurses. [4] [5]

Andrew Williams, MSN RN CLSSBB, noted, “Male nurses are still viewed as somewhat inferior to females in our roles, however, this attitude is slowly changing. Unfortunately, in the recent push for DE&I in healthcare, males, especially Caucasian males, to be viewed as a sort of villain, which exacerbates the issue. In order for healthcare institutions to change their attitudes, there must be recognition that males, regardless of ethnicity or race, contribute and add value to the care team. I want to be judged on my merits, not my appearance. Sadly, this is still the standard in many organizational structures.”

Daniel Nararro, RN-BSN, MSHI had a slightly different view, “I’m not sure if it is up to healthcare institutions to change gender stereotypes. It is society as a whole that has made these stereotypes. People still feel that flight attendants are female, higher level managers being male, and so on. These gender stereotypes need to be dealt with on a higher level and I am not sure putting this pressure on healthcare institutions is the best option.”

Steven Marshal, DNP, MSN, BSN, RN suggests, “I would like them to do away with categorizing male nurses as “male nurses” and female nurses as “nurses.” We are all nurses and should be addressed as such, regardless of gender.”

Conclusion

Although gender discrimination remains a hurdle for men in nursing, this culture may be changing. While progress has been made toward inclusivity, concerted efforts are needed to address stereotypes, promote equal opportunities, and create supportive work environments for all nurses. By embracing the strengths of individual nurses, regardless of gender, healthcare institutions can better harness the full potential of their nursing workforce, ensuring quality care for all patients.

When it comes down to it, providing optimal care to each individual patient should be the primary goal of every nurse. As Jason Oliver, MSN, APRN said, “I want my patient to have the best experience possible and if me being a male does not provide that comfort, that’s ok.”

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